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What do you do if your feedback is causing misunderstandings in the workplace?

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Feedback is a crucial part of any process design project, as it helps you improve your work, align with your stakeholders, and deliver value to your clients. However, feedback can also be a source of misunderstandings, conflicts, and frustrations in the workplace, especially if it is not communicated or received effectively. How can you avoid these negative outcomes and make feedback a positive and productive experience for everyone involved? Here are some tips to help you.

本文章的要点总结

Clarify feedback intentions:

Ensure both parties understand the feedback's purpose and expectations. This alignment helps prevent confusion and ensures the feedback is constructive and well-received.### *Seek varied perspectives:Gather feedback from multiple sources like peers, managers, and clients. This approach provides a comprehensive view, highlighting different insights and areas for improvement.

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Danyella Louise

Analista de Processos Sr | Green Belt…
Larissa Santos

Tenha os seus processos estruturados e…

1 Clarify the purpose and expectations of feedback

Before you give or ask for feedback, make sure you and the other party are clear on the purpose and expectations of the feedback. What is the goal of the feedback? What are the criteria for success? How will the feedback be used to improve the process design? How much detail and specificity is needed? How do you prefer to receive feedback? By clarifying these questions, you can avoid confusion, ambiguity, and mismatched expectations that can lead to misunderstandings.

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Larissa Santos

Tenha os seus processos estruturados e organizados por mim (ou aprenda comigo a organizar os seus!) Especialista em processos de negócios e industriais | Gest?o | Estrutura??o | Organiza??o de Processos & Rotinas
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Antes de fornecer feedback, certifique-se de que o propósito e as expectativas estejam claros para ambas as partes. Explique por que o feedback está sendo dado e o que você espera que seja alcan?ado com ele. Isso pode ajudar a evitar mal-entendidos e garantir que o feedback seja recebido da maneira correta.

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2 Use the right feedback model and language

There are different models and frameworks that can help you structure your feedback in a constructive and respectful way. For example, you can use the Situation-Behavior-Impact (SBI) model, which focuses on describing the situation, the behavior, and the impact of the behavior, rather than making judgments or assumptions. You can also use the Feedback Sandwich method, which starts and ends with positive feedback, and puts the negative or constructive feedback in between. Whatever model you choose, make sure you use specific, objective, and actionable language, and avoid vague, subjective, or accusatory words that can trigger defensiveness or resentment.

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Larissa Santos

Tenha os seus processos estruturados e organizados por mim (ou aprenda comigo a organizar os seus!) Especialista em processos de negócios e industriais | Gest?o | Estrutura??o | Organiza??o de Processos & Rotinas
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Utilize um modelo de feedback estruturado e linguagem adequada ao contexto e à situa??o. Seja específico e descritivo ao fornecer feedback, destacando comportamentos observáveis e seus impactos, em vez de fazer generaliza??es ou críticas vagas.

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3 Listen actively and empathetically

Feedback is a two-way communication, not a one-way delivery. Whether you are giving or receiving feedback, you need to listen actively and empathetically to the other person. Active listening means paying attention, asking questions, paraphrasing, and summarizing what you hear, without interrupting or jumping to conclusions. Empathetic listening means trying to understand the other person's perspective, feelings, and motivations, without judging or blaming. By listening actively and empathetically, you can show respect, build trust, and prevent misunderstandings.

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Larissa Santos

Tenha os seus processos estruturados e organizados por mim (ou aprenda comigo a organizar os seus!) Especialista em processos de negócios e industriais | Gest?o | Estrutura??o | Organiza??o de Processos & Rotinas
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Esteja aberto e receptivo ao feedback recebido dos outros. Pratique a escuta ativa, mostrando interesse genuíno pelo ponto de vista da outra pessoa e demonstrando empatia em rela??o às suas preocupa??es. Isso ajuda a construir confian?a e promover uma cultura de comunica??o aberta e transparente.

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Abhilash Bandaru

Professional cleaning expert, Passionate Housekeeper, Motivator and Change maker
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While feedback is key in delivering the results, sometimes feedback can backfire 1. Understand the person or team to whom the feedback is been given 2. Identify the root cause of the challenge before giving feedback 3. If the cause is unknown discuss the challenge and seek suggestions 4. Be genuine if the feedback is found to be incorrect and if it requires course correction, be daring to accept the mistake and show the team that you are ready to discuss it openly 5. Seek support from team members and value individuals for their contribution. 6. Show the person that you care for them and you are helping them to succeed.

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4 Seek feedback from multiple sources and perspectives

Feedback can be more effective and comprehensive if you seek it from multiple sources and perspectives, rather than relying on one person or one point of view. For example, you can ask for feedback from your peers, your manager, your client, and your end-users, as they may have different insights, experiences, and expectations about your process design. You can also use different methods and tools to collect feedback, such as surveys, interviews, focus groups, observations, or prototypes. By seeking feedback from multiple sources and perspectives, you can enrich your understanding, identify gaps and opportunities, and validate your assumptions.

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Danyella Louise

Analista de Processos Sr | Green Belt LSS | Gest?o de Projetos ágeis | BPM | Scrum | Melhoria Contínua
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Validar informa??es com diferentes fontes é uma boa estratégia para garantia de que, independente do receptor da mensagem, o objetivo foi atingido com o mínimo de ruído possível. Para isso, focar na resolu??o do problema e no status report da iniciativa (e n?o nas pessoas e dificuldades impostas pelas mesmas) tem mais chances de o propósito ser alcan?ado com menos dificuldade possível.

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5 Follow up and act on feedback

Feedback is not complete until you follow up and act on it. After you receive feedback, you need to thank the person who gave it to you, acknowledge their input, and clarify any doubts or questions. Then, you need to analyze the feedback, prioritize the most important or urgent issues, and plan how to implement the changes or improvements in your process design. You also need to communicate your actions and results to the person who gave you feedback, and ask for their feedback again if needed. By following up and acting on feedback, you can demonstrate your commitment, accountability, and professionalism.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if your feedback is causing misunderstandings in the workplace?

1

2

3

4

5

6

1 Clarify the purpose and expectations of feedback

2 Use the right feedback model and language

3 Listen actively and empathetically

4 Seek feedback from multiple sources and perspectives

5 Follow up and act on feedback

6 Here’s what else to consider

Process Design

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What do you do if your feedback is causing misunderstandings in the workplace?

1

2

3

4

5

6

1 Clarify the purpose and expectations of feedback

2 Use the right feedback model and language

3 Listen actively and empathetically

4 Seek feedback from multiple sources and perspectives

5 Follow up and act on feedback

6 Here’s what else to consider

Process Design

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感谢您的反馈

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